2017 - EAP At least 5 percentage points

GREATER than comparator

At least 5 percentage points

LESS than comparator

Engagement Index: Participation Rate: Difference from WBG

0% 38 questions 5% points above

83% 83% 46%

54% 32 questions in line
0 questions 5% points below

Diff from WBG +4

Diff from 2016 +6
Diff from 2016 +7 Difference from 2016
2%
Managerial Effectiveness Index: Diversity and Inclusion Index: 36 questions 5% points above
41%
# of Participants: 57% 26 questions in line

73% 68% 292

1 questions 5% point below

Diff from WBG -1 Diff from WBG +5 Guide to this Report

Diff from 2016 +4 Diff from 2016 +9 % Favorable
Where results are shown as favorable percentages (%
Favorable), these are calculated by adding together
favorable responses (''Strongly Agree'' + ''Agree'') and
dividing by the number of respondents which
% Diff from Diff from answered the question.
Key Driver Questions Favorable WBG 2016
n size
Rounding
Results are presented as whole numbers for ease
6. My job makes good use of my skills. 76% +1 -6 290 of reading, with rounding performed at the last
stage of calculation for maximum accuracy.
Therefore in some instances, results may not total
9. I understand how my work contributes to the goals of WBG. 85% -2 +1 288 100%.

Internal processes and procedures enable me to deliver high-quality services to our Key Driver Questions
66.
clients.
47% +2 +7 261 Key driver questions have been identified as the most
significant actionable drivers of employee
engagement. Some of these questions will be
54. I am treated with respect and dignity at WBG. 84% 0 0 284 improvement areas, while some will be areas to
maintain as they are high scoring. Improving or
maintaining performance should help improve
28. I have a clear understanding of my VPU's overall goals. 74% +6 +8 275 commitment and drive business performance.

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 2017 - EAP At least 5 percentage points
GREATER than comparator

At least 5 percentage points

LESS than comparator

% Diff from % Diff from

Top 5 Above WBG Favorable WBG Top 5 Below WBG Favorable WBG

I have a clear understanding of the direction in which WBG

My Vice President(s) is/are taking concrete action to improve
31. 75% +15 32. Senior Leadership (President/MDs/CEOs) is leading the 46% -4
diversity and inclusion.
institution.

62. The WBG makes institutional decisions in a timely manner. 46% +13 20. My manager deals fairly with everyone. 67% -4

My director is taking concrete action to improve diversity and

27. 77% +12 17. My manager acts with honesty and integrity. 80% -4
inclusion.

WBG Senior Leadership (President/MDs/CEOs) clearly

30. Communication from my Vice President(s) is effective. 73% +12 33. 52% -3
communicates WBGs strategic priorities.

13. My unit has the resources necessary to do quality work. 70% +12 19. My manager encourages me to take informed risks. 67% -3

% Diff from % Diff from

Top 5 Favorable Ratings Favorable WBG Bottom 5 Favorable Ratings Favorable WBG

WBG Senior Leadership (President/MDs/CEOs) creates a

1. I am proud to work at WBG. 91% -1 34. 40% +4
culture of openness and trust.

58. Colleagues within my unit cooperate to get the work done. 90% +6 46. Poor performance is dealt with effectively in my unit. 41% +6

I am comfortable with the actions taken to ensure my personal WBG Senior Leadership (President/MDs/CEOs) empowers staff
53.
safety at work.
89% +5 36.
to do their best.
44% +3

The World Bank Group provides sufficient opportunities for

7. I have a clear understanding of my unit's overall goals. 89% +6 42. 45% +4
career development.

I have a clear understanding of the World Bank Group's overall Colleagues across the World Bank Group (IBRD/ IDA, IFC,
8.
goals.
88% +3 61.
MIGA, ICSID) work together effectively.
45% +5

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

OVERALL PERCEPTIONS - 82% Response Scale n size
Favorable WBG 2016

1. I am proud to work at WBG. 46 45 8 0 91% -1 +2 291

2. The WBG is the best place to work in development. 34 45 17 40 79% +5 +9 290

3. I feel a strong sense of belonging to WBG. 33 49 13 32 82% +6 +8 288

4. The WBG inspires me to do my best work. 33 47 15 50 80% +8 +9 289

5. I would recommend the WBG to friends as a great place to work. 30 50 16 31 80% +7 +8 289

% Diff from Diff from

MY ROLE - 83% Response Scale n size
Favorable WBG 2016

6. My job makes good use of my skills. 25 51 14 9 1 76% +1 -6 290

7. I have a clear understanding of my unit's overall goals. 31 59 9 2 89% +6 +3 288

8. I have a clear understanding of the World Bank Group's overall goals. 29 58 9 21 88% +3 +7 288

9. I understand how my work contributes to the goals of WBG. 28 57 12 20 85% -2 +1 288

I am motivated to contribute more than what is expected of me in my
10. 31 48 15 51 79% +4 -2 288
work.

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

EMPOWERMENT AND PERSONAL ACCOUNTABILITY - 75% Response Scale n size
Favorable WBG 2016

11. I have clear, measurable work objectives. 22 54 16 8 0 76% -2 0 289

12. I have access to relevant knowledge to do my job effectively. 25 55 15 50 80% +1 0 288

13. My unit has the resources necessary to do quality work. 18 51 17 12 1 70% +12 +1 288

14. I feel encouraged to find better ways of doing things. 24 50 19 60 74% +6 -2 288

% Diff from Diff from

MY MANAGER - 73% Response Scale n size
Favorable WBG 2016

15. My manager demonstrates the technical skills to effectively lead the unit. 33 45 12 6 3 79% -3 0 288
My manager demonstrates the people management skills to effectively
16. 34 38 12 11 5 72% -1 +3 285
lead the unit.

17. My manager acts with honesty and integrity. 42 38 9 7 4 80% -4 +3 286

My manager provides me with timely feedback to enhance my
18. 35 42 15 5 3 77% +3 +4 284
performance.

19. My manager encourages me to take informed risks. 32 35 23 7 3 67% -3 +3 275

20. My manager deals fairly with everyone. 32 35 17 12 4 67% -4 +6 283

21. My manager provides effective career guidance. 30 36 21 10 3 66% +4 +10 274

My manager keeps me informed about changes affecting the unit and our
22. 33 43 14 8 3 76% -3 +3 272
work.

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

MY DIRECTOR - 83% Response Scale n size
Favorable WBG 2016

23. My director clearly communicates the department's overall objectives. 37 49 12 20 86% +10 - 236
My director keeps me informed about changes affecting the department 36 48 13 30
24. 84% +11 - 235
and our work.
My director demonstrates the leadership skills to effectively lead the 41 42 14 21
25. 83% +11 - 232
department.
43 41 13 30
26. My director acts with honesty and integrity. 84% +7 - 230
36 41 22 10
27. My director is taking concrete action to improve diversity and inclusion. 77% +12 - 228

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

MY VICE PRESIDENT(S) - 74% Response Scale n size
Favorable WBG 2016

28. I have a clear understanding of my VPU's overall goals. 23 51 23 30 74% +6 +8 275

I understand how my work contributes to my Vice President's strategic
29. 25 47 24 40 72% +5 +10 272
objectives.

30. Communication from my Vice President(s) is effective. 27 46 23 40 73% +12 +26 271
My Vice President(s) is/are taking concrete action to improve diversity
31. 28 48 23 2 75% +15 +22 269
and inclusion.

% Diff from Diff from

SENIOR LEADERSHIP - 47% Response Scale n size
Favorable WBG 2016

I have a clear understanding of the direction in which WBG Senior

32. 10 36 38 10 5 46% -4 +11 266
Leadership (President/MDs/CEOs) is leading the institution.*
WBG Senior Leadership (President/MDs/CEOs) clearly communicates
33. 9 43 35 9 4 52% -3 +13 265
WBGs strategic priorities.*
WBG Senior Leadership (President/MDs/CEOs) creates a culture of
34. 9 31 39 11 10 40% +4 +13 261
openness and trust.*
WBG Senior Leadership (President/MDs/CEOs) is taking action to
35. 14 39 40 4 3 53% -1 +13 258
improve diversity and inclusion.*
WBG Senior Leadership (President/MDs/CEOs) empowers staff to do
36. 10 35 41 9 6 44% +3 +10 261
their best.*

* 2016 Senior Leadership definition: President, MD/COO, MD/CFO, MD/CAO, Senior VPs (OP, LEG), Chief Economist, VPs (HRD, ECR, SEC), and Presidents Chief of Staff.

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

LEARNING AND DEVELOPMENT - 59% Response Scale n size
Favorable WBG 2016

37. I have sufficient time built into my work program for learning. 10 38 24 25 4 47% +4 +2 282
Learning resources available to me are aligned with business needs at 12 56 20 11 1
38. 67% +10 +2 279
WBG.

39. I am encouraged to share knowledge with colleagues within WBG. 23 62 12 30 84% +6 -3 282
I understand what I need to do to develop my career at the World Bank 14 48 26 8 3
40. 62% +9 +7 284
Group.
I have the opportunity for professional development and growth in the 11 40 28 15 6
41. 51% +1 -2 282
World Bank Group.
The World Bank Group provides sufficient opportunities for career 8 37 30 18 7
42. 45% +4 +6 278
development.

% Diff from Diff from

PERFORMANCE/ REWARDS - 53% Response Scale n size
Favorable WBG 2016

43. My performance is evaluated fairly. 15 51 24 7 2 66% +2 +3 281

I am rewarded (e.g. compensated or recognized) according to my job
44. 14 42 27 12 5 56% +5 +3 280
performance.
Changes (e.g. promotions, reassignments) in my unit are made on an
45. 12 38 37 10 4 49% +6 +4 269
objective job-related basis.

46. Poor performance is dealt with effectively in my unit. 7 34 38 15 6 41% +6 +7 257

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

PAY AND BENEFITS - 62% Response Scale n size
Favorable WBG 2016

47. The WBG offers competitive benefit packages. 15 50 21 10 4 65% +3 +11 282

48. The WBG offers competitive pay. 12 47 23 14 4 59% -1 +11 283

% Diff from Diff from

WORK LIFE BALANCE - 65% Response Scale n size
Favorable WBG 2016

The World Bank Group promotes a balance between work and personal
49. 13 43 21 17 7 55% +1 +2 286
life.

50. I am able to strike the right balance between my work and personal life. 12 44 22 17 6 55% +3 0 284
I can take advantage of flexible work arrangements (flex time, alternative
51. 16 51 21 9 4 67% +1 +9 276
work schedule, telecommuting) when I need them.

52. Work pressures in my job are at acceptable levels. 10 51 24 11 5 61% +6 +5 284

I am comfortable with the actions taken to ensure my personal safety at
53. 24 65 9 20 89% +5 +7 284
work.

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

DIVERSITY/ INCLUSION - 76% Response Scale n size
Favorable WBG 2016

54. I am treated with respect and dignity at WBG. 24 60 10 6 84% 0 0 284

Colleagues are treated fairly regardless of gender, age, race/ethnicity,
55. 23 57 13 6 1 80% +3 +5 281
national origin, native language, religion, disability or sexual orientation.

56. Diverse perspectives are valued in my unit. 26 58 12 40 83% +7 +6 276

Managers are held accountable when their actions or behaviors are
57. 16 43 30 8 4 58% +7 +1 261
contrary to the institutions values of diversity and inclusion.

% Diff from Diff from

COLLABORATION - 71% Response Scale n size
Favorable WBG 2016

58. Colleagues within my unit cooperate to get the work done. 28 62 8 10 90% +6 +4 283

59. Colleagues collaborate effectively across different units. 15 62 16 60 77% +10 +12 282

60. Colleagues in country offices and Washington collaborate effectively. 13 58 23 51 71% +5 +6 277
Colleagues across the World Bank Group (IBRD/ IDA, IFC, MIGA, ICSID)
61. 9 37 37 14 4 45% +5 +5 263
work together effectively.

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GREATER than comparator

At least 5 percentage points

LESS than comparator
Managerial
Key Driver Engagement Effectiveness Diversity and
Question Index Inclusion Index
Index
Strongly Agree Neither Disagree Strongly
Agree Disagree

% Diff from Diff from

INSTITUTIONAL PRACTICES - 57% Response Scale n size
Favorable WBG 2016

62. The WBG makes institutional decisions in a timely manner. 7 40 33 18 3 46% +13 +14 258

63. The managers I work with make decisions in a timely manner. 20 56 17 5 2 76% +10 +9 273

Internal Operational processes and procedures enable me to conduct my

64. 7 45 32 13 3 52% +6 +9 269
work effectively.

Internal Administrative processes and procedures enable me to conduct

65. 7 42 32 15 4 49% +7 - 274
my work effectively.

Internal processes and procedures enable me to deliver high-quality

66. 7 39 41 10 2 47% +2 +7 261
services to our clients.

67. I can report unethical behavior to management without fear of reprisal. 14 45 27 8 6 59% +5 +17 267
If I have a workplace issue, I would consider using the services provided
68. for conflict resolution (Respectful Workplace Advisors, Ombuds Services, 17 54 20 6 3 71% +5 - 259
Mediation Services, Peer Review Services, World Bank Administrative Tribunal).

% Diff from Diff from

TAKING ACTION - 63% Response Scale n size
Favorable WBG 2016

69. I am aware of action taken since the last survey. 16 49 23 9 3 65% +8 +15 270

I have confidence that the WBG will take action on this Engagement 17 44 28 8 4
70. 61% +9 +8 276
Survey.

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